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Difference between unstructured and semi structured interview
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The Structured Interview versus the Unstructured Interview
I offer that the structured interview is superior to other forms of interviews. “Structured interviews are interviews in which candidates are asked a series of standardized, job-related questions with predetermined scores for different answers.” (Phillips, 2015, p. 260) There are several advantages of the use of structured interview during the hiring process.
An employment interview is a method of questioning to collect data. Data is more reliable when it is collected in a uniform manner. Structured interviews provide open-ended questions that collect quantifiable results due to its uniformity.
Structured interviews are more effective and efficient. Structured interviews by
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“The belief that attitudes predict performance better than cognitive ability is pervasive, even though cognitive ability has been repeatedly shown to be the better predictor of performance for new hires.” (Rynes, 2002) Ability tests are able to predict performance in a culturally natural manner. Ability tests are designed to avoid cultural and economic biases. Ability tests are able to provide an objective comparison between candidates. Ability is easily quantified. For example, the candidate is able to type 42 words per minutes is measurable and can be compared to another candidate who is able to type 20 words per minute. The standardization of ability test lessens the likelihood of lawsuits based on biased assessment practices. If the test truly reflects job-related skills and is implemented in a standardized manner, lawsuits may be avoided. Lastly, ability tests is more affordable. Phoraris finds that “Most aptitude tests are carried out on computers. As a result, they are very cost-effective and easy to administer.” (Phoraris, 2016)
Personality tests have proven to be both unreliable and risky for organizations. Since personality changes over time, the validity of the scores is not consistent over the length of employment. These test can be easily manipulated by the test taker as well. Personality tests are characteristically biased as many of the questions posed are situational and individuals will respond based on a cultural and social understanding of life experiences. This has led to lawsuits alleging personality text violate Title VII. Under Title VII of the Civil Rights Act of 1964, Americans with Disability Acts and Privacy
The wording of a question may lead you to believe information that is not true, because it may be incorporated in our memory, this is called a false memory. Because a person cannot remember every detail in a situation, they have to rebuild their memory with subsequent information, this being either through prior experience or influenced memory. Open and close ended questions are important in interviewing, but each should be used at a specific time in an interview. Open ended questions should be to gather information and closed ended questions should be manipulated to confirm information. The start of an interview is when open ended questions should be used. This is because open ended questions help recall information and provide triggers for witnesses. Through open ended questions, the mass of information is given throughout the interview process. Close ended questions should be
Human resource practitioners and I/ O psychologists have at their disposal a host of personnel assessment techniques. For example, traditional predictive measures used to screen job applicants have included the use of application blanks, job interviews and psychometric measures of personality and cognitive ability. For the most part, these instruments attempt to predict an applicant's potential for success by estimating her current level of functioning on some psychological construct that is believed to be related to job performance. Recently, however, personnel professionals have added a unique assessment technique to their arsenal.
Compare and contrast at least two distinct techniques in your paper. Finally, when comparing the two techniques I would say that cognitive interviewing had the best results, especially in an elderly interview. She was able to tell me her life story without asking questions. When it came time to ask the questions for inferential interviewing she had more of a rough time cognitively coming up with her statement; which may be due to her age and memory loss.
In the vast and detailed world of psychology, there are a variety of different tests you can participate in. For example, you can participate in aptitude, verbal or numerical reasoning, and psychometric tests. These tests assess a variety of different situations such as: behaviors, abilities and intelligence. Personality tests, a common and favored test, measure things such as: behavioral style, opinions, motivators, personal values and career interests. Most often, people complain or disagree with the score of some areas on their personality test; however, there are no right or wrong answers.
Managers seem to inherit a strong trust in the authority of personality traits to forecast behavior at the work area. If managers thought that situations resolute behavior, they would hire individuals almost at random and assemble the situation correctly. But the employee selection procedure in most establishments places a great deal of importance on how applicants achieve in interviews and on examine through which the personality of a person can be achieved and the task distribution can be much easy varying upon the type of personality (Robbins, Odendaal and Roodt, 2001)
It may have its limitations because people do not have the same personality in every situation. For example, a teen or adolescent will talk and interact with their parents way differently than with their friends. With this in mind, a person will exhibit many different personalities throughout the day. Which one is the correct personality or corresponds with who the person truly is. Also, the test only provides answers to how the individual’s personality is at one particular time. Through the first eighteen years of life, a person will change drastically because interests, aspirations, and social situations change. Maybe future improvements of the test can incorporate predictions as to how traits and personalities will change overtime. Nevertheless, the Big Five personality test is the best test developed and is a great way of understanding what makes us
Discussed below are different researchers’ arguments and explanations on how personality predicts employee performance. This essay will explore both negative and positive ways in which personality can predict the performance, as well as explaining what personality is. Past research has “demonstrated that personality constructs are associated with work performance, with some traits like conscientiousness predicting success around jobs. Other linked with specific occupations e.g. extraversion correlates with success in sales and management as well as training performance supporting”, (Barrick et al., 2002, 87: p.43).
Focusing on surveys and questionnaires, and quantitative research methods, it varies on the person getting questioned as to which method they prefer. Some individuals may prefer to fill in a questionnaire, as it is quick and simple for them, whereas someone else would rather have a face-to-face interview because they may find questionnaires to complicated. Giving people the choice gives the more chance of getting a response overall. It is important that the researchers are aware of the advantages and disadvantages because they will then be aware of what method to use, and will know what method is best to use. It is also an advantage to work with experienced researchers in order to find out the best results.
Allport defines personality as ‘the dynamic organisation within the individual of those psychological systems that determine his unique adjustment to his environment’ (Allport, 1937). An individual’s unique personality traits and attributes are a powerful indicator of how he/she will interact with the work environment. The difference between average and outstanding employees can often be solely personality related. As the employee is the most valuable asset to the company, ‘selecting the right employee during the process is critical’ (Carbery and Cross, 2013, pp. 41-53)
...th those programs. During the interview question selecting is important. Open ended questions are good at establishing rapport and give the subject a chance to explain things in general. Closed ended questions are great at getting specific answers and details. When concluding an interview the investigator should have the subject restate everything that happened and make sure that nothing has been left out. At anytime in an interview or interrogation recognizing signs that a subject is getting closer to admitting something should be capitalized on, if not that information may never be obtained from the subject. Interrogations are slightly different from interviews but should be handled in a similar way. Showing the subject respect and treating them like a human bean is just as important in interrogations as it is in interview. Interview and interrogating is an art. It takes practice and work, but with the right techniques and experience and a positive attitude anyone can become successful at it.
In today’s highly competitive job market it is extremely challenging and important for businesses to fill a vacancy with the right candidate (Cann, 2013). Due to high demand of potential candidates, developing a portfolio of employability skills which include psychometric testing is considered important in every workplace (Mills et al., 2011). Thus, I recently took three practice psychometric tests on verbal, numerical and inductive/logical reasoning. This essay is a reflection of my personal experience of psychometric testing. First, I will talk about what the literature comments on in relation to the strengths and weaknesses of psychometric testing. Then, I will assess whether literature reflects
le when assessing intelligence, interest in the job applied for, motivation and personality. The producers of such tests have stated that they are accurate and completely unbiased. They are supposed to be particularly good at assessment of personality. For example, they can show if a candidate would work well in a team or would be more effective working alone. The following of theses tests are of the following: · performance tests · knowledge tests · aptitude tests · intelligence tests · personality tests Assessment centers tests Job applications are subjected to a wide range of assessments over a whole day or two.
Risavy, S., & Hausdorf, P. (2011). Personality Testing in Personnel Selection: Adverse Impact and Differential Hiring Rates. International Journal of Selection and Assessment, 19(1), 18-30. doi: 10.1111/j.1468-2389.2011.00531.x
Personality tests tell a person a lot about why a person is who they have become. I believe that these test if taken truthfully can identify deficiencies that individuals can work on to benefit not only themselves but others in the organizations that they work in. Some models state that it is in human nature and chemicals that decided how a person acts but I believe it is based on life experiences and a personality can change as long as a person knows the deficiencies and works to change them.
Personality traits can be manifested as strengths or weaknesses depending on the situation, and personality tests can help individuals maximize strengths and minimize weaknesses within the organizational structure. Organizational behavior is critical to organizational effectiveness, and these tests can also point individuals toward certain careers or organizations that are good fits. Pearson Education’s MyManagementLab (2016) contains a series of personality tests and the following discussion analyzes the results of these tests as they apply to my personality and my career. The writing contains illustrations of my personality traits in action. The text also highlights areas of improvement that will enable me to be a better employee, co-worker,